Key Projects
Recruiting Data Standardization
Supported the standardization and cleanup of recruiting data within iCIMS to align hiring processes across a national footprint. At the time, inconsistent data inputs and fragmented workflows made it difficult to access, trust, and report on recruiting data.
Partnered with recruiting and HR stakeholders to define standardized data entry practices, streamline workflows, and eliminate inconsistencies across the system. A key focus was restructuring and standardizing candidate pipeline stages (“buckets”) to ensure candidates were consistently tracked throughout the hiring process.
Focused on improving data integrity at the source, enabling more reliable tracking of candidates, requisitions, and hiring outcomes across teams.
This work established a cleaner, more structured data foundation, improving reporting accuracy, increasing pipeline visibility, and enabling more data-driven decision-making across recruiting operations.
Recruiting Reporting
ServiceNow x Workday Onboarding
Led the redesign of onboarding workflows across Workday and ServiceNow, with a focus on creating a seamless and intuitive new hire experience. Previously, new hires navigated a fragmented process across systems, managing multiple email threads and disconnected tasks with little visibility into progress.
Defined and championed a “single pane of glass” onboarding experience, centralizing all tasks and communications into one unified workflow. Owned the initiative end-to-end, partnering with HR, IT, and business stakeholders to map current-state processes, identify friction points, and design a more streamlined, scalable solution.
Worked closely with technical teams to translate business requirements into system enhancements, ensuring workflows, notifications, and task tracking aligned with the intended user experience. Extended this visibility to hiring managers, giving them a single place to track onboarding progress and communicate with new hires pre-start.
Delivered a significantly improved onboarding experience that reduced confusion, increased transparency, and improved coordination across teams, while enabling a more scalable and efficient operating model.
Project Lithuania
Built and owned a monthly recruiting report to bring structure and visibility to otherwise inconsistent hiring data. At the time, recruiting data existed across systems but lacked consistency and a reliable way to track performance against hiring goals.
Partnered with recruiting and HR stakeholders to define and standardize key metrics, including time-to-fill, pipeline conversion, requisition status, and EEOC reporting. Consolidated and validated data from iCIMS and other sources, addressing inconsistencies and improving data accuracy at the source.
Designed a standardized reporting framework that translated raw recruiting activity into clear, actionable insights for leadership. Leveraged the report to analyze trends across key metrics, identify bottlenecks in the hiring process, and provide visibility into both performance and compliance-related data.
This report became a recurring source of truth for recruiting performance, improving visibility, enabling more informed decision-making, and helping teams better manage pipeline health and hiring progress.
Played a key role in the buildout of a global HR service center in Lithuania, supporting the transition from fragmented regional operations to a centralized, scalable delivery model. A core focus of the initiative was ensuring the new team had clean, reliable processes and documentation to operate effectively from day one.
Led a comprehensive overhaul of HR documentation, including process maps, SOPs, and knowledge base content. Partnered closely with Centers of Excellence such as Benefits and Talent Acquisition to audit and update policy documents, ensuring accuracy, consistency, and alignment with current practices. Consolidated and reorganized documentation into structured, accessible systems, eliminating outdated content and establishing a clean foundation for the new team.
Supported the operational rollout by traveling onsite to Lithuania, where I worked directly with new team members to train them on processes, tools, and best practices. Focused on making workflows practical and usable in a real-world environment, adapting guidance based on team feedback and regional nuances.
To ensure readiness and quality, implemented mock service scenarios by submitting test tickets and engaging the service desk to evaluate responses, identify gaps, and reinforce expected service standards. This hands-on validation approach helped refine processes and build confidence within the team prior to full-scale launch.
The service center launched with strong operational footing, enabling consistent service delivery, improved response quality, and a scalable model to support global HR operations.
